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CHAPTER 1 INTRODUTION 1.1 INTRODUTION ABOUT THE TOPIC The principal component of an organization is its human resource or people at work. Labour is one of the most significant elements in the factors of production. Labour sells their service to the owners of capital in turn for wages. If the labour force is weak and ineffective it will be affect adversely the efficiency and thereby productivity of the concern even if all other factors of production is on most favorable. Labour welfare today has become a very controversial topic. It is a desirable state of existence involving physical, mental, moral and emotional wellbeing. It is essential to bring about a marked improvement in the condition of work and life of the workers. Welfare measures are important to reduce absenteeism and increase efficiency. Welfare works in any industry aims or should aim at improving the working and living conditions of workers and their families. The concept of Labour Welfare is flexible elastic and differs from time to time, region, industry to industry and country to country, depending upon the value system, and level of education, social customs, and degree of industrialization and the general. This project A Study On Labour Welfare Measures In OIL PLAM INDIA LTD involving through an understanding of the welfare facilities provided by the company to its employees. The main aim of this study is to collect information about the welfare measures provided to the employers and to assess the opinion of the employees whether they are satisfied with the welfare facilities provided by the organization

1.2 INDUSTRY PROFILE

Palm Oil is a form of edible vegetable oil obtained from the fruit of the oil palm tree. Oil palm can be said as a natures gift to the world, consumed for more than 5000years. The nutritional value and health value of oil palm as natural resources are continued to be discovered even today. The Oil Palms (Elaeis) comprise two species of the America, or palm family. They are used in commercial agriculture in the production of palm oil. Mature trees are single-stemmed, and grow to 20 m tall. The leaves are pinnate, and reach between 3-5 m long. Established trees over 10 years produce about 20 leaves a year. The flowers are produced in dense clusters; each individual flower is a small, with three sepals and three petals. The fruit takes five it six months to mature from pollination to maturity; it comprises an oily, fleshy outer layer (the per carp), with a single seed (kernel), also rich in oil. The Oil Palm (Elaeis guineensis) originated in the tropical rain forest region of West Africa. The main belt runs through the southern latitudes of comeroon, cote d I voire, Ghan, Liberia, Nigeria, Sierra Leone, Togo and into the equatorial region of Angola and the Congo. Processing oil palm fruits for edible oil has been practiced in Africa for thousands of years, and oil produced , highly colored and flavored , is an essential ingredient in much of the traditional West African cuisine . The traditional process is sample, but tedious and inefficient. Because of its economic importance as a high-yielding source of edible and technical oils, the palm is now grown as a plantation crop in most countries with high rainfall (minimum 1600 mm/yr) in tropical climates with in 10 of the equator. The oil palm gives the highest yield of oil per unit area compared to any other crop and produces two distinct oils palm oil and palm kernel oil- both of which are impotent in the world trade. Modern high yielding varieties developed by breeding programs , under ideal climatic conditions and good management, are capable of producing in excess of 20 tunes of bunches / ha/ yr , with palm oil in bunch content of 25 percent . This is equivalent to a yield of 5 tones oil/ha/ yr (excluding the palm kernel oil) , which far outstrips any other source of edible oil. International trade in palm oil began at the turn of the nineteenth century , while that of palm kernels developed only after 1832. Palm oil became the principal cargo

for slave ships after abolition of the slave trade . The establishment of trade in palm oil from West Africa was mainly The result of the industrial Revolution un Europe. As people in Europe began to take sanitation and hygiene seriously, demand for soap increased, resulting in the demand for vegetable oil suitable for soap manufacture and other technical uses. Palm oil with annual production of 25- 27 million tons is second most produced oil in the world. Malaysia (13 million tons) and Indonesia (10 million tons) are the major producers and together account for 85% of production . Around 80% (21-23million tons) of global production is exported . Malaysia and Indonesia with 12-12.5 and 6-7 million tons respectively are major exporters. India, China and EU are major importers. Price competitiveness has been reason for increased consumption of this oil. Bursa Malaysian Derivatives (BMD) is the largest futures market for crude palm oil. Malaysian & Indonesian FOB prices set the mood in physical market. India imports roughly 2.5-3.5 million tons of palm oil and its variants a year. The domestic production is very meagre at 0.5 lakh ton. India imposes 65% duty on crude oil and 75% on RBD palm oil. The import ratio is highly dependent n the duty imposed in addition to the customers duty is calculated irrespective of actual price at which the oil is imported. 1.3 COMPANY PROFILE Oil palm India ltd was established as a subsidiary of Plantation Corporation of Kerala ltd in the year 1977. Subsequently in the year 1983 this became an independent unit as a joint venture of the Govt. of India and Govt. of Kerala with a share participation of Rs. 499.29 Lakhs and Rs 679.47 lakhs respectively. Company has got a total area of 3646 hectares of plantations spread over in three Estates viz. Yeroor (2029.87Ha) ,Chithira (1225.65 Ha)and Kulathupuza(390.12 Ha) all in Kollam Dist. Apart from this for the production of hybrid Varity of palm seeds, a Seed Garden is also set up at Thodupuza. The total employees strength comes to 908 (Officers-29, Staff-139, Workers-740). Initially it was intended to cultivate oil palm in 6000 hectares of land. However, due to the constraints in getting land allotted by Govt. the plantation had to be limited to

3646 hectares only and could not develop further cultivation since 1984. For the processing of fresh Fruit Bunch (FFB) the company has set up a modern palm oil mill with the state of the art technology at an outlay of Rs. 18.92 corers in the year 1999. The factory has a processing capacity of 20 ton FFB/hr. Since 1987 the company was making marginal profit and from 1982 onwards the performance has been quite encouraging .Pursuance and hard work of the employees and cost reduction measures helped the company to register a phenomenal growth . The company had established a modern processing mill during the year 1999. The company is now able to produce high quality crude palm oil from the FEB produced in estates. The annual average turnover is around Rs.20 corers. A captive power station is also set up for the generation of electricity. The fibre of palm fruits is used as fuel for generation of steam to run the turbine generator. The companys proposal to set up a Kernel Oil Factory has been approved. With the commissioning of this unit, the company could extract palm kernel Oil from the palm Nuts . Now the main products of the company are crude palm oil, kernel oil and kernel cake. Considering the fact that there is a bright future for the development of oil palm in the country and consequent demand for hybrid seeds , the company has established a most modern oil palm seed germination center at the seed Garden at Thodupuzha .This is the premier institution in India which is capable of producing high quality seeds . Major chunk of the demand for the seeds in country has either been met by import and in view of the commission of the project has got a pivotal role to play for the supply of seeds for the development of oil palm cultivation in the country. About 5.50 lakhs seeds are produced in the garden at present. The production of seeds can be increased to 15 lakhs within a span of 5 years. Now the companies own estates are going through a replantation scheme to augment productivity. This enterprise is now looking forward to diversify into rice milling sector. The organization is taking over the current project under the agriculture department of Government of Kerala that is located in vechoor, kottayam district. 1.4 STATEMENT OF THE PROBLEM Labour problems are the primary importance to almost all the countries of the world, majority of the population is engaged in production for their livelihood. A satisfied and contented labour force has the basis, for the development of any

organization. The role of management in providing employees benefits and services adequately is very significant because they are likely to further the goal of organizational maintenance by contributing to the general satisfaction of employees and generating in them a sense of security and high morale and thus minimizing the internal stress within the organization. The authorities of Oil Palm India claimed that they have all the benefits and services to employees. Here I would like to conduct a study about the effectiveness employees benefits and services provided by OIL PLAM INDIA 1.5 NEED FOR THE STUDY The situation of the topic has its own importance in the present industrial scenario the importance and significance of the labour as a factor to boost the industrial and agricultural has been accepted anywheres satisfied and contented labour force is the basis for the development of any organization and a wise management in looking for that industrial peace and harmony can be achieved only through sincere and cordial relationship between management and labour .so the employer must use the labour welfare scheme as a tool to satisfy the employee and also bring them close. The success of any industry depends mainly of the efficiency of the worker. any problem of labour is the really the problem of the industry welfare benefits not only raise employee morale but make it easier for employers to attract and hire competent personnel. Welfare helps to build a positive image of the organization and facilities dealing with the union. So it is the duty of the management to install a working condition in the organization.

1.6 OBJECTIVES OF THE STUDY The main objectives of the following: 1) To know the functioning of labour welfare department. 2) To understand various welfare measures taken by the company

3) To find out the safety measures in the company. 4) To find out the employees wages and salaries provided by the company is satisfactory or not. 5) To analyse labour welfare facilities provided by the company. 6) To examine the level of satisfaction of employee to various welfare facilitates provided by the company 7) To examine the effectiveness of statutory and non statutory measures 1.7 Manpower in the company TOTAL STRENGTH OF THE COMPANY (2010-2011) Officers Staff Workers Total 15 98 362 475

1.8 PRODUCT PROFILE There are only two products in the company. They are: PALM OIL OR PALMOLEIN is the oil produced from the red oil palm tree (Elacis Guineensis). Palm Oil is extracted from the pulpy portion (mesocarp) of the fruit of Oil Palm. The Crude Palm Oil is deep orange red in colour and is semi solid at a temperature of 20 degree centigrade.. Before being refined, the oil is called crude palm oil. It contains an equal proportion of saturated and unsaturated fatty acid containing about 40% oleic acid, 10% Iinoleic acid 44% palmitic acid and 5% stearic acid.The un processed palm oil is used for cooking in various countries palm oil is very rich source of Beta carotene, an imported source of vitamin A and it contains Tecopherols and Tecotrienols , a natural source of vitamin E . Vitamin A and V E contents are the highest in palm oil in comparison with any other type of oil and hence consumption of the same boosts health. By virtue of the high vitamin contents the Red palm oil is a natures gift for the human beings In view of the rich content of vitamins . Palm oil can be utilized for the preparation of cosmetics as well.

The edible oil contains a very high percentage of saturated fat and used in making soaps, margarine and lubricants, besides being used in cooking. Since palm oil has been consumed for its nutritional value and health benefits for more than 5,000 years, it is often said as natures gift to the world. Today it is the most widely produced vegetable oil of the world. In some Asian countries. It is termed as gold oil, for its perfect balance of saturated and unsaturated fatty acids which do not adversely affect cholesterol levels Palm Kernel Oil palm seed is a nut, consisting of shell and kernel. Kernel is inside the shell. Nuts are cracked to obtain palm kernel from which palm kernel oil is obtained .Like other oils which are very high in saturated fat, palm kernel oil is typically solid at room temperature, and it can wit stand very high heat .In parts of Africa and Asia, it is commonly used cooking oil and it can also be used in cosmetics 1.10 Uses of Palm Oil As much 90% of the palm oil produced finds its way to food products, while remaining 10% is consumed by various industries. It is widely used preparing margarine, shortening, and vegetable cooking oil. In many parts of the world, it is still consumed in its unrefined state to obtain a distinctive color and 13 labours. Palm oil is extensively used in preparing dry cake mix used for baking biscuits, cakes and sponge , sauces , flat substitutes .etc . Recently ,palm and kernel oils have been increasingly used as biodiesel fuel CHAPTER 2 REVIEW OF LITERATURE 2.1 Literature review Fisher and Hostland (2002).A study on labour welfare measures reports that the real median earnings in Canada have barely moved in 25 years is only the most recent news in a long-running debate over the relationship between labour productivity and real wages. In Canada, a number of analysts have explored the relationship between labour productivity and real wages.

Fisher and Hostland (2002) found that while the relationship was stable over the period 1956 to 2001, labour productivity growth had significantly outpaced real wage growth from 1994 to 2001. These recent developments could potentially call into question the stability of the relationship going forward. They concluded that the divergence in recent years was little cause for concern since labour and non-labour income shares tend to revert to their respective means over the long term. Fisher and Hostland, Russell and Dufour (2007) argue that the growth of real wages has not kept up with the growth of labour productivity in the term and that the divergence between labour productivity and real wages is thus a legitimate cause for concern. However, they use a narrow measure of labour compensation as a proxy for real wages. Part four of this report argues that such a narrow measure is an inappropriate proxy. Harchaoui and Morisette(2005) undertook a similar examination to that attempted in this report, but used the business sector, not the total economy. They looked at the relationship between the changes in productivity, real wages, and income distribution over the period 1981 to 2004. First, they found that much of the difference between the growth rate of labour productivity and the growth rate of product wages occurred in the late 1990s. Second, they found that such a gap had occurred in all other OECD countries examined except the United States1. The Centre for Spatial Economics (2007) explored some of the reasons behind labour's declining share of national income and the policy implications. This study reiterated the observation of Fisher and Hostland (2002) that labour productivity growth had outpaced the growth in real wages since the mid 1990s. The study noted that Canada was not alone in this divergence, but that countries like the United States and United Kingdom with larger and fast growing information and communications technology sectors had seen larger and more persistent gaps between the growth in labour productivity and real wages. The authors concluded that the decline in Canada's labour share was highly cyclical and would likely be reversed in an economic slowdown. The policy recommendations were to increase competition in labour markets by improving regional and occupational mobility. When using
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Fisher and Hostland (2002). A study on labour welfare measures,Pp-675 Fisher and Hostland, Russell and Dufour (2007) Study on the growth of real wages Pp-677 Harchaoui and Morisette(2005) A study on relationship between the changes in productivity, real wages, and income distribution Pp -679

appropriate measures, studies on the relationship between labour productivity and real wages in Canada seems to concur that the divergence observed since the mid 1990s is cyclical and will be reversed over time. Apart from those studies noted here, there has not been a great deal of recent research on the relationship between labour productivity and real wages in Canada. Unlike in Canada, the debate over the relationship between real wages and labour productivity in the United States has been vigorous, both among academics and in the mainstream media. Bosworthetal. (1994) noted that two popular measures of the growth in real wages had significantly lagged labour productivity growth, but found that measurement issues explained much of this divergence. (2) This report addresses the issues raised by Bosworth et al. and assesses their relevance in Canada (part IV). Feldstein (2008) re-iterated the importance of taking measurement issues into account. He noted that when correctly measured, real wage growth has kept up with labour productivity growth from 1970 to 2006. His findings are compared with those in this report in part V. There seems to be consensus in the US literature that growth in properly measured real wages has fairly closely followed growth in labour productivity. This agreement notwithstanding, the debate continues with respect to how changes in income inequality are affecting the relationship between real wages and labour productivity. This relationship is important for living standards. The census findings, which relate to median, reflect the impact of the changing distribution of income in Canada and have implications for the sharing of labour productivity gains. While much research and debate on the relationship between real wages, labour productivity and the distribution of income is underway in the United States, (3) the lack of work in Canada likely offers a fruitful opportunity for further research. This report fills that gap by exploring the relationship between the growth in median earnings and labour productivity growth (part six). Research on labour and product market deregulation has also tackled the relationship between labour productivity and real wages 2.2 THEORITICAL FRAME WORK

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MEANING OF LABOUR The word labour means any productive activity. Thus in a broad sense the phrase welfare means the adoption of measures to promote physical, social, psychological and general wellbeing of the working population. The human effort required to perform an activity is termed as labour. DEFINITION OF LABOUR According to Alfrod Marshall Labour is any exception of mind or body undergone party or wholly with a view to derived benefit other than the pleasure derived from it. WELFARE The word welfare is derived from the French word Welfaren, which means To fare well. In a wider sense the term welfare means everything that contributes to the improvement of the health, safety general wellbeing and productive efficiency of the workers. Employee welfare means anything done for the comfort and improvement, intellectual or social of the employees over and above the wages paid which is not a necessarily of the industry. Employee welfare has both positive and negative aspects.

DEFINITION OF EMPLOYEE WELFARE According to Oxford Dictionary labour welfare may be defined as efforts to make life worth living for workers. DEFINITION OF LABOUR WELFARE. According to the Labour Investigation Committee, Anything done for the intellectual, physical, morale and economic betterment of workers whether by employer by government or by other agencies over and above what is laid down by law or what is normally expected of the contractual benefits for which workers may have bargained.

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According to International Labour Organization,Labour Welfare is defined as such services, facilities and amenities as may be established in or the vicinity of the undertaking to enable the persons employed in them to perform their work in healthy, congerial surroundings and provided with amenities conducive to good health and high morale. EMPLOYEE BENEFITS Employee benefits are complimentary to the basic systems of wage payment. The scope and extent of employee benefits have increased very considerably over the years. At present some benefits that were originally given as an act of grace and favour, have come to be seen as an integral part of the remuneration package. Some of them like provident fund and gratuity have become statutory while others concerning housing, education etc; are not statutory yet. Employee benefits are the indirect from the total compensation and they are most often referred to as fringe benefits. They include paid time away from work, insurance and health protection, employee services, and retirement income. The fringe benefits a variety of titles in industry: eg: non-wage payments, hidden payroll or welfare expenses. These benefits are non-wage benefits offered over and above the regular wages by the employer to the employees; they represent a substantial cost expense to the employer and a cost saving to the employee. Though these benefits are known as fringes, they are not merely so but are substantial part of the expenditure incurred on wage and salary administration. The money value of fringe benefits may usually account for around 30%-40% if not more of the employee remuneration in certain large organization. Thus instead of calling them as fringe benefits, Benefits and services would be the fit description. The word benefit applies to those items for which a direct monetary value to the employee can be easily ascertained as in the case of holiday pay, pension, medical insurance or separation pay. The word services, on the other hand, refers to such items as athletics, company purchasing service, employees medical examination, legal aid, housing, paid membership of certain organization etc.

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According to the employers federation of India fringe benefits include payments for non working time profit and bonus , legally sanctioned payments on social security schemes, workmens compensation, welfare cost and the contributions made by employers under such voluntary schemes as catered for the post retirements, medical, educational, cultural and recreational needs of workmen. The term also includes the monetary view point of free lighting, water, fuel etc. which are provided for workers and subsidized housing and related services. D. W Belcher defines these benefits as any wage cost not directly connected with the employees productive effort, services or sacrifice. Fringe benefits are popularly defined thus fringe benefits is primarily a means in the direction of ensuring, maintaining and increasing the income of the workers or the employee. It is the benefits which supplements to a workers ordinary wages and which are of value to him and his family so far as it materiality increases his retirement.

OBJECTIVE / PURPOSE OF FRINGE BENEFITS Generally the main purpose or objectives of employees benefits and services programs can be stated as follows: 1) To keep in line with the prevailing practices of offering benefits and services which are given on similar concerns. 2) To recruit and retain the best personnel. 3) To provide for the needs of employees and protect them against certain hazards of life, particularly those which an individual cannot himself provide for. 4) To increase and improve employees morale and create a helpful and positive attitude on the part of workers towards their employers. 5) To promote employee loyalty to the organization. 6) To promote to team spirit and co-operation encouraging employees to greater productive efforts.

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7) To promote employment stabilization and employee identification with the organization. The returns of employee benefits to the organization can take various forms, many of which are not subject to qualification. Among the values often cited are:1) More effective recruitment. 2) Improved morale and loyalty. 3) Lower turnover and absenteeism. 4) Good public relations reduced influence. COVERAGE OF BENEFITS The US chamber of commerce classifies benefit items in five categories:1) Payments that have to be made under any specific legislation. 2) Pensions and such other payments as have been agreed upon. 3) Paid rest period, lunch period, wash up time, travel time, time taken to change Clothing and get ready time 4) Payment for time during which an employee has not put in any work at all 5) Other items including profit sharing payments, bonus etc. COCKMAN MAKES A TWO- FOLD CLASSIFICATION OF FRINGE BENEFITS. 1) Those which are offered on the basis of entertainment facilities, holiday foreign travel, Telephone, security insurance and medical benefits, office accommodation, secretarial services, management training, company scholarships. 2) Those which are key benefits that is share schemes, profit sharing retirement benefits, Counseling services and house purchase facilities. For the sake of convenience, employee benefits may be classified on the basis of their identification as follows:1) Employee security payment:- including a) Employers contribution stipulated in legal enactment, oldage, survivor Disability, health and unemployment insurance,

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b) Payment under the workers compensation act, c) Supplemental unemployment benefits d) Accident insurance, e) Pensions f) Contribution to savings plan and health and welfare funds. 2) Payment for time not worked: Including Callback and call-in pay; clean up time; health in the family leave; family leave; family allowance; holiday pay; lay off pay; paid for religions holiday; reporting pay; pay for rest periods; severance pay; paid sick leave; payment for time spent on collective bargaining and on the redressal of grievances; vacation pay; pay for the time spent in offering evidence in the court of law or other statutory bodies; and payment for the time spent on casting ones vole at election time.

3) Bonus and Awards:-including Such financial amenities and advantages as holiday, overtime and shift premiums, attendance bonus, diwali bonus, bonus for good quality workmanship, safety awards; profit sharing; bonus and service bonus; suggestion awards; waste elimination bonus; and yearend bonus. PRINICIPLES OF EMPLOYEE BENEFIT PROGRAMME. The cardinal principle of employee benefit programmes that the benefit must make a contribution to the organization at least equal in amount to its cost. In addition to this fundamental guideline, there much other generalization that is applicable. The principles are to be kept in view while planning an employee benefit programme. 1) The employee benefit should satisfy are real need. 2) Benefits should be confined to activities in which the group is more efficient then the individual.

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3) The benefit programme should be characterized by sufficient flexibility to enable adaptation to varying employee needs.

CHAPTER 3 RESEARCH METHODOLOGY 3.1 SCOPE OF THE STUDY This study helps to make a detailed analyze employee welfare facility and the factors influencing welfare facilities. The finding of the study helpful for the organization to identify the problem employee was taking remedial measures to solve the problems. 3.2 RESEARCH DESIGN The study on the employee welfare measures is based on the descriptive research design. The various aspects of the selected problem viz; research is the search for facts. It answers the questions and gives solution to the problem. Research is an organized enquiry it seeks to find out explanations to explained phenomenon to classify the doubtful facts and to current misconceived facts. Research in turn contributes to theory. 3.3 SAMPLING DESIGN

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Sample size: - The study has a sample of 100 employees. Sampling Area: - Oil Palm India Ltd, Kollam.

3.4 SOURCES OF DATA PRIMARY DATA: is data collected by the investigator directly for the purpose of investigation. For this project primary data is collected through questionnaire and personal interview by the researcher. SECONDARY DATA: are those which have already been collected by some other person for their purpose and published. The main sources of secondary data are collected from the Journals, Records, Magazines and Websites of the company.

3.5 STATISTICAL TOOLS 1) Percentage Method. 2) Chi Square 3) Weighted average method 1) Percentage Method Percentage analysis is a useful tool for data analysis. It gives an impressive look and a memorizing value. After converting the quantity into percentages, they can be shown in the form of bar diagram or pie diagram. It offers a meaningful comparative analysis and diagram. After the analysis results are interpreted. 2) Chi-square Analysis In this method the researcher was integrated to test whether variables considered has any significant relationship or not. To prove it statistically researcher had selected chisquare test. 2 = (O-E) 2 E O = Observed frequency

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E= Expected frequency

E = Row total x Column total Grand total 3) Weighted Average Method The weighted moving average is obtained on obtained on dividing the weighted moving totals by the sum of weights Lets X1, X2, X3.Xn Occur with weights W1, W2, W3,.Wn than Weighted Average = WiXi
Wi

3.6 PERIOD OF STUDY The period of the study is ranged to 3 to 4 weeks. 3.7 SIGNIFICANCE OF THE STUDY Labour is the most important factors of production in every organization. Employee welfare is the interest of the employee, the employer and the society as a whole. For the employee welfare measures help to contract the negative effects of the factory system. These measures enable the employee and his family to lead a good life. Welfare facilities like housing, medical facilities and childrens education, recreation etc help to improve the family life of the employee. Labour welfare stands for anything done for the intellectual, physical, moral and economic betterment of workers. It is intended to improve the economic and social wellbeing of the workers considering above factors having much significance. It is one of the leading public sector undertakings in Kerala. 3.8 LIMITATION OF THE STUDY

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The study is based on employee attitude and opinions. It is likely that this attitude may change suddenly or slowly. The suggestions cannot be generalized to all the employees as information was collected from few guards, clerical staff, and workers. The time of period is very short. Only simple tools have been applied to arrive at a conclusion. Complex tools might have afforded greater rigour to the present student. 1) Some of the respondents are not willing to give the correct information. 2) A detailed survey of the problem would not be possible because of the time limitations. 3) The study was conducted only for 100 workers, but there are more than 400 workers CHAPTER -4 ANALYSIS AND INTERPRETATION 1) The role of employee welfare measure in attracting and retaining talented employee ? Table: 4.1 Criteria Highly satisfied satisfied neutral dissatisfied Highly dissatisfied Total Figure: 4.1 No: of respondent 36 28 1 34 1 100 36 28 1 34 1 100 Percentage

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INTERPRETATION The table highlights that 28% of the employees are satisfied with the the welfare measure in attracting and retaining talented employee , 36% of the employees agree that the welfare measure are good to attracting and retaining talented employee , 24% of the employees agree that the welfare measure are Average to attracting and retaining talented employee, 12% of the employees agree that the welfare measure are poor to attracting and retaining talented employee. 2 ) Are you satisfied with your present salary? Table:4.2

Criteria Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total Figure: 4.2

No: of respondent 35 41 5 14 5 100

Percentage 35 41 5 14 5 100

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INTERPRETATION The table highlights that 35% of the employees said Highly Satisfied with present salary, 41% of the employees said Satisfied with present salary, 5% of the employees said they cant take a correct decision 14% of the employees said Dissatisfied with present salary and 21% of Satisfied with present salary.

3) Opinion about first aid facility Table: 4.3 Criteria Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total Figure: 4.3 No: of respondent 27 50 6 13 4 100 Percentage 27 50 6 13 4 100

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INTERPRETATION The table highlights that 27% of the employees said very good opinion about the first aid facility , 50% of the employees said good opinion about the first aid facility, 6% of the employees said average opinion about the first aid facility and 13% of employees said poor opinion about the first aid facility 4% of the employees said Very poor opinion

4) How much is your opinion about amount subsidy given to the employee? Table:4.4

Criteria Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total Figure: 4.4

No: of respondent 45 25 15 15 0 100

Percentage 45 25 15 15 0 100

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INTERPRETATION The table highlights that 45% of the employees said Highly Satisfied with given subsidy, 35% of the employees said Satisfied with given subsidy, 15 % of the employees said Dissatisfied with given subsidy and 15% of Satisfied with given subsidy.

5) what about the performance of welfare activities improving the public image ? Table: 4.5 No: of respondent Criteria Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total 28 37 20 12 3 100 28 37 20 12 3 100 Percentage

Figure: 4.5

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INTERPRETATION The table highlights that 28% of the employees said very good opinion about activities in improving the public image , 37% of the employees said good opinion about the activities in improving the public image , 12% of the employees said average opinion about the activities in improving the public image and 23% of employees said poor opinion about the activities in improving the public image. 6) What is the condition of rest rooms and lunch rooms ? Table: 4.6 No: of respondent Criteria Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total Figure: 4.6 40 20 2 30 8 100 40 20 2 30 8 100 Percentage

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INTERPRETATION The table highlights that 40% of the employees said very good in the condition of rest rooms and lunch rooms, 20% of the employees said good in the condition of rest rooms and lunch rooms, 30% of the employees said average in the condition of rest rooms and lunch rooms and 10% of employees said poor in the condition of rest rooms and lunch rooms

7) How are the health and safety measures for employees ? Table:4.7

Criteria Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total Figure: 4.7

No: of respondent 50 22 18 8 2 100

Percentage 50 22 18 8 2 100

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INTERPRETATION The table highlights that 50% of the employees said Highly Satisfied with the health and safety measures for employees, 22% of the employees said Satisfied with the health and safety measures for employees , 17 % of the employees said Dissatisfied with the health and safety measures for employees and 11% of Satisfied with the health and safety measures for employees.

8) what about the drinking water provided ? Table. 4.8

Criteria Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total Figure: 4.8

No: of respondent 57 23 8 10 2 100

Percentage 57 23 8 10 2 100

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INTERPRETATION The table highlights that 57% of the employees said Highly Satisfied opinion about the drinking water provided , 23% of the employees said Satisfied opinion about the drinking water provided , 16 % of the employees said Dissatisfied opinion about the drinking water provided and 4% of the employee said Highly Dissatisfied with opinion about the drinking water provided 9) Canteen facility available is satisfactory? Table.4.9

Criteria Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total Figure: 4.9

No: of respondent 33 27 8 22 10 100

Percentage 33 27 8 22 10 100

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INTERPRETATION The table highlights that 33% of the employees said Highly Satisfied opinion about the Canteen facility , 27% of the employees said Satisfied opinion about the Canteen facility , 22 % of the employees said Dissatisfied opinion about the Canteen facility and 18% of the employee said Highly Dissatisfied with opinion about the Canteen facility 10) How do you feel that training programs followed in your company? Table: 4.10 Criteria Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total Figure:4.10 No: of respondent 35 44 20 11 0 100 Percentage 35% 44% 10% 11% 0% 100%

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INTERPRETATION The table highlights that 35% of the employees said very good in the feel of training programs 44% of the employees said good in the feel of training programs , 21% of the employees said average in the feel of training programs and 0% of employees said poor in the feel of training programs

11) pension facilities provided by the company ? Table. : 4.11

Criteria Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total Figure:4.11

No: of respondent 39 27 10 18 6 100

Percentage 39 27 10 18 6 100

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INTERPRETATION The table highlights that 39% of the employees said Highly Satisfied providing pension facility, 27% of the employees said Satisfied providing pension facility, 18 % of the employees said dissatisfied providing pension facility and 16% of the employee said Highly Dissatisfied providing pension facility

12) whether this company is providing accommodation facility for you ? Table. : 4.12

Criteria Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total Figure: : 4.12

No: of respondent 49 17 10 20 4 100

Percentage 49 17 10 20 4 100

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INTERPRETATION The table highlights that 49% of the employees said Highly Satisfied providing accommodation facility, 17% of the employees said Satisfied providing accommodation facility , 22% of the employees said Dissatisfied providing accommodation facility and 12% of the employee said Highly Dissatisfied providing accommodation facility

13) The leave facility available is sufficient ? Table: 4.13

Criteria Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total Figure: : 4.13

No: of respondent 22 27 17 24 10 100

Percentage 22 27 17 24 10 100

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INTERPRETATION The table highlights that 22% of the employees said Highly Agree providing leave facility, 27% of the employees said Agree providing leave facility , 34% of the employees said Disagree providing leave facility and 17% of the employee said Highly Disagree providing leave facility 14) How are the toilets and bathrooms maintained ? Table. : 4.14

Criteria Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total Figure: : 4.14

No: of respondent 60 20 10 10 0 100

Percentage 60 20 10 10 0 100

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INTERPRETATION The table highlights that 60 % of the employees said Highly Satisfied about maintain the toilets and bathrooms , 20% of the employees said Satisfied about maintain the toilets and bathrooms , 12% of the employees said Dissatisfied about maintain the toilets and bathrooms, 8% employee said Highly Dissatisfied about maintain the toilets and bathrooms

15 ) what about childrens educational allowance ? Table. : 4.15

Criteria Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total Figure: : 4.15

No: of respondent 36 28 13 20 3 100

Percentage 36 28 13 20 3 100

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INTERPRETATION The table highlights that 36 % of the employees said Highly Satisfied about childrens educational allowance , 28% of the employees said Satisfied about childrens educational allowance , 23% of the employees said Dissatisfied about childrens educational allowance, 13% employee said Highly Dissatisfied about childrens educational allowance

16) Medical services & benefits are sufficient ? Table. : 4.16

Criteria Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total Figure: : 4.16

No: of respondent 39 26 20 10 5 100

Percentage 39 26 20 10 5 100

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INTERPRETATION The table highlights that 39% of the employees said Highly Agree providing medical service, 26% of the employees said Agree providing medical service, , 15% of the employees said Disagree providing medical service, and 20% of the employee said Highly Disagree providing medical service

17) Are you satisfied with transportation services? Table. : 4.17

Criteria Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total Figure: : 4.17

No: of respondent 48 36 0 13 3 100

Percentage 48 36 0 13 3 100

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INTERPRETATION The table highlights that 48 % of the employees said Highly Satisfied about transpiration services, 36% of the employees said Satisfied about transpiration services,, 13% of the employees said Dissatisfied about transpiration services, 3% employee said Highly Dissatisfied about transpiration services,

18) Give your opinion about the transportation subsidy ? Table. : 4.18

Criteria Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total Figure: : 4.18

No: of respondent 47 33 0 12 8 100

Percentage 47 33 0 12 8 100

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INTERPRETATION The table highlights that 47 % of the employees said Highly Satisfied about transpiration subsidy, 33% of the employees said Satisfied about transpiration se subsidy 12% of the employees said Dissatisfied about transpiration subsidy, 8% employee said Highly Dissatisfied about transpiration subsidy CHI-SQUARE ANALIYSIS The role of employee welfare measures in attracting and retaining talented employees? Particulars Highly Satisfied Satisfied neutral Dissatisfied Highly Dissatisfied Total Where, O= Observed frequency O 36 28 1 34 1 100 E 25 25 25 25 25 (O-E) 11 3 -24 9 -24 (O-E) 2 121 9 576 81 576 (O-E)2 E 4.84 .36 23.04 3.24 23.04 54.52

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E= Expected frequency Ho= Null hypothesis H1= Alternate hypothesis Ho: The role of employee welfare measure is not attracting and retaining talented employee H1: The role of employee welfare measure is attracting and retaining talented employee So calculated value = 54.52 Degree of freedom = (n-1) Where, n= Number of items in the sample =5-1=4 Table value of 2 at 5% level of significance= 7.81 Here, calculated value is greater than the table value, the null hypothesis is rejected. As per the study conducted on Chi Square test, we can conclude that Oil Palm is providing all

WEIGHTED AVERAGE METHOD

1) Factors of welfare facilities?

factors Highly satisfied Present 35 salary Health and safety Cantee 33 50

Satisfie neutr d 41 22 al 5 18

Dissatisfi ed 14 8

Highly

Weighte

dissatisfied d total 5 100 2 100

27

22

10

100

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n facility Drinkin 57 g water facility Pensio n facility Childre 36 n educati on 28 13 20 3 100 39 27 10 18 6 100 23 8 10 2 100

WEIGHTED AVERAGE CALCULATION

S. NO 1 2

Factors

N* 5

N*4 N*3 N*2 N*1 Row

Weight

Rank

Total ed 28 16 5 2 387 410 average 77.4 3 82 2

Present salary Health and safety Canteen

175 164 15 250 88 54

165 108 24

44

10

351

70.2

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facility Drinking 285 92 water facility Pension facility Children educatio n

24

20

423

84.6

5 6

195 108 30 180 112 39

36 40

6 3

375 374

75 74.8

4 5

WEIGHTED AVERAGE ARITHMETIC MEAN

S. NO 1 2 3 4 5 6 INFERENCE From the above table it is clear that Drinking water facility provided to the employees stands first, Health and safety measures, present salary Pension facility, factors Present salary Health and safety Canteen facility Drinking water facility Pension facility Children education Weighted average Rank

77.4 82 70.2 84.6 75 74.8

3 2 6 1 4 5

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Children education, and canteen facility are in 2nd, 3rd, 4th, 5th and 6th rank in respondents evaluation.

2)Factors which affecting the leave facility, medical service?

factors Leave facility Medical service Highly satisfied 22 39 satisfied 27 26 neutral 17 20 dissatisfied Highly 24 10 Weighted

dissatisfied total 10 100 5 100

WEIGHTED AVERAGE CALCULATION S. factors N*5 N*4 N*3 N*2 N*1 Row 110 108 104 51 60 48 20 10 5 Weighted Rank 2 1

NO 1 Leave 2

Total average 327 65.4 384 76.8

facility Medical 195 service

WEIGHTED AVERAGE ARITHMETIC MEAN

S. NO 1 2

factors Leave facility Medical service

Weighted average 65.4 76.8

Rank 2 1

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INFERENCE From the above table it is clear that Medical service is in the first place following the leave facility when considering the respondents evaluation

WEIGHTED AVERAGE METHOD

3) Factors which affecting the first aid facility, rest and lunch rooms, training program Factor First Aid Facility Rest and Lunch Rooms Training program WEIGHTED AVERAGE CALCULATION S. factors N*5 135 N*4 200 N*3 N*2 18 26 N*1 4 Row Total 383 Weighted average 76.6 Rank 2 35 44 10 11 0 100 Highly satisfied 27 40 Satisfied 50 20 Neutral 6 2 Dissatisfied Highly 13 30 Total

dissatisfied 4 100 8 100

NO 1 First Aid

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Facility Rest and Lunch Rooms Training program

200

80

60

354

70.8

175

176

30

22

403

80.6

WEIGHTED AVERAGE ARITHMETIC MEAN S. NO 1 2 3 factors First Aid Facility Rest and Lunch Rooms Training program Weighted average 76.6 70.8 80.6 Rank 2 3 1

INFERENCE From the above table it is clear that training program is standing in the first place and then the First Aid facility, rest and lunch rooms are in 2nd, and in the 3rd place when considering the respondents evaluate

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CHAPTER -5 CONCLUSION FINDINGS

1) Out of 100 employees 28% of the employees agree that the welfare measure are very good to attracting and retaining talented employee, 36% of the employees agree that the welfare measure are good to attracting and retaining talented employee, 24% of the employees agree that the welfare measure are Average to attracting and retaining talented employee, 12% of the employees agree that the welfare measure are poor to attracting and retaining talented employee. 2) 35% of the employees said Highly Satisfied with present salary, 30% of the employees said Satisfied with present salary, 14% of the employees said Dissatisfied with present salary and 21% of Satisfied with present salary 3) 27% of the employees said very good opinion about the first aid facility , 36% of the employees said good opinion about the first aid facility, 24% of the employees said average opinion about the first aid facility and 13% of employees said poor opinion about the first aid facility. 4) 45% of the employees said Highly Satisfied with given subsidy, 35% of the employees said Satisfied with given subsidy, 15 % of the employees said Dissatisfied with given subsidy and 15% of Satisfied with given subsidy. 5) 28% of the employees said very good opinion about activities in improving the public image, 37% of the employees said good opinion about the activities in improving the public image , 12% of the employees said average opinion about the

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activities in improving the public image and 23% of employees said poor opinion about the activities in improving the public image. 6) 40% of the employees said very good in the condition of rest rooms and lunch rooms, 20% of the employees said good in the condition of rest rooms and lunch rooms, 30% of the employees said average in the condition of rest rooms and lunch rooms and 10% of employees said poor in the condition of rest rooms and lunch rooms 7) 50% of the employees said Highly Satisfied with the health and safety measures for employees, 22% of the employees said Satisfied with the health and safety measures for employees , 17 % of the employees said Dissatisfied with the health and safety measures for employees and 11% of Satisfied with the health and safety measures for employees. 8) 57% of the employees said Highly Satisfied opinion about the drinking water provided , 23% of the employees said Satisfied opinion about the drinking water provided , 16 % of the employees said Dissatisfied opinion about the drinking water provided and 4% of the employee said Highly Dissatisfied with opinion about the drinking water provid 9) 33% of the employees said Highly Satisfied opinion about the Canteen facility , 27% of the employees said Satisfied opinion about the Canteen facility , 22 % of the employees said Dissatisfied opinion about the Canteen facility and 18% of the employee said Highly Dissatisfied with opinion about the Canteen facility 10) 35% of the employees said very good in the feel of training programs 44% of the employees said good in the feel of training programs , 21% of the employees said average in the feel of training programs and 0% of employees said poor in the feel of training programs 11) 39% of the employees said Highly Satisfied providing pension facility, 27% of the employees said Satisfied providing pension facility, 18 % of the employees said dissatisfied providing pension facility and 16% of the employee said Highly Dissatisfied providing pension facility 12) 49% of the employees said Highly Satisfied providing accommodation facility, 17% of the employees said Satisfied providing accommodation facility , 22% of the

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employees said Dissatisfied providing accommodation facility

and 12% of the

employee said Highly Dissatisfied providing accommodation facility 13) 22% of the employees said Highly Agree providing leave facility, 27% of the employees said Agree providing leave facility , 34% of the employees said Disagree providing leave facility and 17% of the employee said Highly Disagree providing leave facility 14) 22% of the employees said Highly Agree providing leave facility, 27% of the employees said Agree providing leave facility , 34% of the employees said Disagree providing leave facility and 17% of the employee said Highly Disagree providing leave facility 15) 36 % of the employees said Highly Satisfied about childrens educational allowance , 28% of the employees said Satisfied about childrens educational allowance , 23% of the employees said Dissatisfied about childrens educational allowance, 13% employee said Highly Dissatisfied about childrens educational allowance 16) 39% of the employees said Highly Agree providing medical service, 26% of the employees said Agree providing medical service, , 15% of the employees said Disagree providing medical service, and 20% of the employee said Highly Disagree providing medical service 17) 48 % of the employees said Highly Satisfied about transpiration services, 36% of the employees said Satisfied about transpiration services,, 13% of the employees said Dissatisfied about transpiration services, 3% employee said Highly Dissatisfied about transpiration services, 18) 47 % of the employees said Highly Satisfied about transpiration subsidy, 33% of the employees said Satisfied about transpiration se subsidy 12% of the employees said Dissatisfied about transpiration subsidy, 8% employee said Highly Dissatisfied about transpiration subsidy

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SUGGESTIONS
1) The company should try to improve the functioning of labour welfare department. 2) Oil palm India Ltd should exercise sufficient degree of control in the matters like employee counseling facilities to improve the efficiency of workers. 3) The Oil palm India Ltd should make some acceptable changes in the present out placement service. 4) The company should adopt innovative strategies so as to improve the present transportation facility of employees. 5) The company should arrange more medical facilities. 6) They should provide sufficient leave facility to employees. 7) The company should provide necessary incentives to workers.

CONCLUSION
Labour welfare measures are also known as employee service programme or fringe benefits. Employees enjoy these services without any reference to the specific work done by them. In case of economic benefits its amount cannot be predetermined and can be ascertained only after the event. Labour welfare includes all those efforts to make life worth living for workmen. An employee can voluntarily initiate labour measures in his organization with any objective be feels scriptable. Before deciding the welfare schemes the managers must first determine what the employees real needs are with the active participation of workers. One of the main obstacles in the effective enforcement of welfare provisions is the quantitative and qualitative inadequacy of the inspectation staff. Labour welfare officer in the organization should be appointed by the

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government and should be working under the administrative control of the government. One of the major drawbacks of social security scheme in the organization is that the burden of this scheme is predominantly by the employee. Very little contribution is made by the work or by the state. APPENDIX QUESTIONNAIRE A STUDY ON LABOUR WELFARE MEASURES IN OIL PLAM INDIA LTD; KOLLAM. I am ANOOOP. K. ABRAHAM, doing MBA in PSN COLLEGE OF ENGINEERING AND TECHNOLOGY, TIRUNELVELI. As part of my course, I am doing my project work on the topic, A STUDY ON LABOUR WELFARE MEASURES IN OIL PLAM INDIA LTD KOLLAM. I will be grateful to you if you could spare your valuable time to fill up this questionnaire. The information provided by you will be kept confidential and used only for academic purposes. 1) Name 2) Age 3) Sex 4) Department 5) Marital status : : below 30, 30-40 , above 40 . : male , female . : H R , Production , Mining . : married, single.

6) Educational Qualification: below S.S.L.C, S.S.L.C, above S.S.L.C . 7) Years of experience 8) Monthly salary employees? Very Good Good Average Poor . 2) Are you satisfied with your present salary? Highly satisfied satisfied dissatisfied highly dissatisfied . 3) Please give your opinion about first aid facility provided? Very Good Good Average Poor . : below 5years, 5-10 years, above 10years. : below 5000 , 5000-10000 , above 10000 .

1) The role of employee welfare measures in attracting and retaining talented

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4)

How much is your satisfaction about amount of subsidy given to the Highly satisfied satisfied dissatisfied highly dissatisfied .

employees? 5) What about the performance of welfare activities in improving the public image? Very Good Very Good Good Good Average Average Poor . Poor . 6) What is the condition of rest rooms and lunch rooms? 7) How are the health and safety measures for employees? Highly satisfied satisfied dissatisfied highly dissatisfied . 8) What about the drinking water provided? Highly satisfied satisfied dissatisfied highly dissatisfied . 9) Canteen facility available is satisfactory? Highly satisfied satisfied dissatisfied highly dissatisfied . 10) How do you feel that training programme followed in your company? Very Good Good Average Poor . 11) pension facilities provided by the company? Highly satisfied satisfied dissatisfied highly dissatisfied. 12) Whether this company is providing accommodation facility for you? Yes 13) If Yes, is it satisfy you? Highly satisfied satisfied dissatisfied highly dissatisfied. 14) The leave facility available is sufficient? Strongly agree Agree Disagree Strongly Disagree . 15) How are the toilets and bathrooms maintained? Highly satisfied satisfied dissatisfied highly dissatisfied . 16) What about childrens educational allowance? Highly satisfied satisfied dissatisfied highly dissatisfied . 17) Medical services & benefits are sufficient? Strongly agree Agree Disagree Strongly Disagree . 18) Are you satisfied with transportation services? Highly satisfied satisfied dissatisfied highly dissatisfied . No No opinion .

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19) Give your opinion about the transportation subsidy? Highly satisfied satisfied dissatisfied highly dissatisfied . 20) Do you have any suggestions to improve the welfare facilities? Yes No No opinion .

If Yes, specify .................... BIBILOGRAPHY Books. 1. Human Resource Management (second edition), Author: VSP Rao publication: Excel Books, New Delhi. 2. Research Methodology- Methods and Techniques (Revised second edition) Author: C.R. Kothari, New Age International Publishers New Delhi. 3. OIL PALM INDIA LTD Annual Reports 4. Magazines Reference Fisher and Hostland (2002). A study on labour welfare measures,Pp-675 Fisher and Hostland, Russell and Dufour (2007) Study on the growth of real wages Pp-677 Harchaoui and Morisette (2005) A study on relationship between the changes in productivity, real wages, and income distribution Pp -679 Bosworthetal. (1994) measures of the growth in real wages Pp-786

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Feldstein (2008) measurement issues into account Pp- 802

Website www.hrd.com www.google.com www.iregovt.com www.wikipedia.com

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